Increasing Diversity in Organizations
“Diversity Toolkit”
Governance
I.
Draft Diversity Commitment Language
 Board Resolutions
 Diversity and Inclusion Statement/Policy & Examples
 Mission, Vision, Values & Examples
II. Act with Deliberate Focus and Intention Toward Diversity
 Reserve Funding
 Hire Diversity Consultant or Attend Diversity Training
 Establish Diversity Committee
III. Set Diversity Goals
IV. Collect Diversity Data
Hiring
I.
Job Posting
 Diversity Language in Job Description
 Diversity and Inclusion Statement
 Where to Post a Job
II. Active Recruitment
III. Build a Ladder: Develop Diverse Youth Leaders
 School/Youth Engagement
 Internships and Volunteer Opportunities
Communications/Programs
I.
Communications Must Reflect Diversity
 Post Diversity and Inclusion Policies
 Make it Obvious Your Organizations IS Diverse
 Use Photos of Diverse Volunteers and Staff
 Multi-Lingual Materials
 Values-Based Communication
II. Programs Must Reflect Diversity
 Listen to Communities to Understand Needs
 Design Programs that Meet Specific Community Need
Governance
Diversity must be embedded in the way an organization is governed.
I. Draft Diversity Commitment Language
 Board Resolutions
 Diversity and Inclusion Statement/Policy & Examples
 Mission, Vision, Values & Examples
II. Act with Deliberate Focus and Intention Toward Diversity
 Begin On-Going Diversity Conversation
 Reserve Funding
 Hire Diversity Consultant or Attend Diversity Training
 Establish Diversity Committee
III. Set Diversity Goals
IV. Collect Diversity Data
Draft Diversity Commitment Language
Drafting firm language affirms the commitment to diversity is embedded in the core
values of an organization. It ensures the organization stays on track and moves toward
the goal of being representative of the community it serves as well as maintains fresh
perspectives in every effort. Further, diversity language ensures a commitment to
excellence through advancing inclusion and equity in the community. It will affirm that
the organization promotes diversity in all of its endeavors; seeks diversity in thought and
perspective; and consistently reflects cultural sensitivity.
To do this successfully, you must decide how your organization will define diversity.
What type of diversity do you need?
Board Resolution Examples
Formally adopt a board resolution on diversity that includes a written statement on how your organization will
commit to diversity. Making a commitment is always the first step.
Association of Fundraising Professionals
WHEREAS the mission of the Association of Fundraising Professionals (AFP) is to enable people and
organizations throughout the world to practice effective and ethical fundraising through education, training,
mentoring, research, credentialing and advocacy; and,
WHEREAS AFP is committed to educating and encouraging its members and the non-profit sector to better serve
their respective communities; and,
WHEREAS AFP defines diversity as the seeking and achieving of a broad representation of experiences,
perspectives, opinions and cultures; and,
WHEREAS AFP values inclusiveness as an essential source of vitality and strength for the effective pursuit of an
organization’s mission;
THEREFORE BE IT RESOLVED THAT AFP is committed to diversity as an ongoing proactive process in
its governance, chapters, committees, membership, programs and activities.
http://www.afpnet.org/About/content.cfm?ItemNumber=2025
St. Paul Academy and Summit School
Let it be resolved that the Board of Trustees of St. Paul Academy and Summit School requires a thoughtful
commitment on the part of each member of the school’s community to its stated goal of diversity. The Board
recognizes that diversity is an asset that strengthens education by encouraging academic achievement, fostering
the essential value of respect and preparing students to live and work in a global environment.
SPA is committed to the principles of diversity, and the school strictly prohibits discrimination on the basis of race,
ethnicity, class, age, marital status, gender, disability, religion, sexual orientation, or any other protected class
pursuant to applicable law.
Diversity in the educational and professional mission of the school may take many of the following valued forms:
 The school will seek to achieve a diverse population.
 The school is committed to employing a diverse and highly qualified faculty and staff.
 The climate and culture of the school are key ingredients to success.
 The academic program offered by the school should reflect a commitment to multi-cultural and multi-ethnic
learning.
 The activities and extra-curricular programs of the school should encourage inclusiveness.
http://www.spa.edu/about_spa/living_diversity/board_resolution/index.aspx
Diversity and Inclusion Statement/Policy
A diversity statement or policy explains an organization’s commitment to diversity. The policy should address the
following:

Why diversity is important to the organization

What is the organization’s approach to diversity

How is diversity supported in the organization

Discuss measurable objectives (if any)
Template:
[Organization Name] is committed to fostering, cultivating and preserving a culture of diversity and inclusion.
We embrace and encourage differences in age, color, disability, ethnicity, family or marital status, gender identity
or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual
orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.
[Organization Name’s] diversity initiatives are applicable—but not limited—to our practices and policies on
recruitment and selection; compensation and benefits; professional development and training; promotions;
transfers; social and recreational programs; layoffs; terminations; and the ongoing development of a work
environment built on the premise of gender and diversity equity that encourages and enforces:




Respectful communication and cooperation.
Teamwork and participation, permitting the representation of all groups and perspectives.
Work/life balance through flexible work schedules to accommodate employees’ varying needs.
Contributions to the communities we serve to promote a greater understanding and respect for the
diversity.
- See more at:
http://www.shrm.org/templatestools/samples/policies/pages/diversitypolicy.aspx#sthash.RNQiITit.dpuf
Examples of Diversity Statement/Policies
Greenpeace
Greenpeace challenges the systems of power and privilege that destroy the environment and place
disproportionate, burdens on vulnerable communities. As Greenpeace, we know from nature that
diversity is essential to life on the planet and success in our organization. We welcome, value and rely
on a diversity of people, cultural experiences and perspectives. We learn from one another. Through our
campaigning, we create solutions that promote environmental sustainability rooted in social justice.
http://www.greenpeace.org/usa/en/about/
National Association of Colleges and Employers
Inclusion is a core value for the National Association of Colleges and Employers (NACE), which fosters
and supports individual and organizational diversity and inclusion in all facets of the association. NACE
embraces and derives value from the variety of views that diverse organizations and individuals bring to
a task at hand, and creates a supportive learning environment to foster open communication of diverse
perspectives and realities.
https://www.naceweb.org/about-us/diversity-inclusion-statement.aspx
United Way
We respect, value and celebrate the unique attributes, characteristics and perspectives that make each
person who they are. We also believe that bringing diverse individuals together allows us to collectively
and more effectively address the issues that face our communities. It is our aim, therefore, that our
partners, strategies and investments reflect these core values.
http://www.unitedway.org/about/diversity-and-inclusion
Earthjustice
As our name indicates, we are driven by a passion for justice—for people and for the environment, by a belief that
we can accomplish more in genuine partnership with others, and by a commitment to excellence and strategic
action. Our pursuit of diversity and inclusion recognizes that environmental burdens and benefits are not
distributed equitably and we seek to address these historic and current disparities so that each of us can realize
and enjoy a healthy, rich and inspiring world. In order to more fully accomplish our mission and live our values,
we strive to make our commitment to diversity and inclusion evident in our organizational structure, policies, board
of directors, staff, donors, goals, and vision. We welcome people of all backgrounds and seek to foster a culture
of respect, openness, learning, integrity, honesty—and a sense of fun. Our passion for justice calls on us to be
inclusive, transparent, and fair in all that we do. Our commitment to working in partnerships compels us to build
relationships where all partners are valued, heard, respected, and empowered. Our drive for excellence leads us
to learn from a broad range of perspectives and talents. Our desire for savvy and strategic approaches benefits
from a multitude of cultural and life experiences and communities. In short, we believe a commitment to enhance
and steadily increase diversity and inclusion at Earthjustice flows directly from our core values and is essential to
achieve our mission. http://earthjustice.org/about/diversity-statement
Mission, Vision, Values
It is important to draft and include your commitment to diversity or inclusiveness in your Mission, Vision, and
Values. These statements are essential because they will facilitate an internal awareness and understanding
about the desired shift within the organizational culture. Further, this will draw people to your organization that
agree with and fit into this sought after culture. Most of our organizations will keep our current missions. We will
find the most opportunity to include diversity in our vision and values.
Mission
The work you are going to do to make your vision come true
National Public Radio
To work in partnership with member stations to create a more informed public – one challenged and
invigorated by a deeper understanding and appreciation of events, ideas and cultures.
http://www.npr.org/about-npr/178659563/our-mission-and-vision
Vision
The future you want to create for the community you want to impact
The Audubon Naturalist Society
The Audubon Naturalist Society seeks to create a larger and more diverse community of people who
treasure the natural world and work to preserve it.
http://www.audubonnaturalist.org/index.php/about-ans
Values
How your work will reflect the values you want to see in your community.
The statement should go beyond something undeveloped like, “We value diversity” and include reasons why
diversity and inclusion are important. It is essential to state what it means to value diversity in your organizations
so that people are guided by this in their work.
National Parks Conservation Association
At NPCA our work to protect and enhance our national parks is guided by six core values: Commitment
to Mission, Empowerment, Teamwork, Accountability, Innovation, and Diversity.
http://www.npca.org/about-us/history-and-values/
Teach for America
We act on our belief that the movement to ensure educational equity will succeed only if it is diverse in
every respect. In particular, we value the perspective and credibility that individuals who share the racial
and economic backgrounds of the students with whom we work can bring to our organization,
classrooms, and the long-term effort for change. https://www.teachforamerica.org/about-us/ourstory/core-values
Mission, Vision, Values Examples
It might be easier for your organization to add a separate statement to your mission, vision, and values that
incorporates diversity as a whole.
Cornell University Cooperative Extensions
CCE's mission, vision and values are well entrenched in the principles of diversity, equal opportunity and
affirmative action, and provide the foundation from which we operate.
http://www.cce.cornell.edu/learnAbout/Pages/Diversity.aspx
The National Postdoctoral Association
NPA provides a great example of an all-inclusive mission, vision, values, diversity statement, and statement of
inclusion.
http://www.nationalpostdoc.org/about-the-npa-2/mission
Act with Deliberate Focus and Intention toward Diversity
Begin On-Going Diversity Conversation
An on-going discussion with your Board of Directors and Staff is essential to facilitating a cultural shift within your
organization about the importance of increasing diversity. The shift will maintain the initial stamina and remind
everyone that this is a constant work in progress. A suggestion to start this conversation is to have everyone on
your Board bring an article about why diversity is important and discuss. Then continue this trend each Board
and Staff meeting.
Reserve Funding
Our priorities cost money. After making diversity a priority through a board resolution or adoption as a new policy,
funds need to be directed in order to achieve our goals. This might include new paid staff who are knowledgeable
about diversity, a community organizer who works in diverse communities, putting together a committee, or hiring
a consultant.
Hire Diversity Consultant or Attend Diversity Training
If you do not know what to do to increase diversity, hire some help!
The Diverse Environmental Leaders Speakers Bureau
DEL has a variety of speakers that can come assist your organization in increasing diversity.
http://delnsb.com/diversity-training/
PRISM Inclusion and Diversity Consulting
“PRISM links D&I to the organization's strategic goals. We customize every D&I solution to the specific needs of
our client. Our Diversity and Inclusion Consulting is one of the six components of our overall diversity and
inclusion strategy, which establishes a plan to close the gap between an organization's current status and its
vision of where it would like to be.” http://www.prismdiversity.com/products/diversity_consulting.html
Visions, Inc.
Offers change and equity training
http://visions-inc.org/what-we-offer/pace4day/
Green 2.0
Presents webinars on the state of diversity in environmental organizations.
http://diversegreen.org/
Establish a Diversity Committee
The purpose of a diversity committee is to make recommendations to an organization regarding diversity. The
committee can do things like review the status of diversity within the organization, suggest methods for increasing
diversity, recommend how an organization can diversify its membership, and create a work plan.
Association of Zoos and Aquariums
Diversity and Inclusion Committee: Provides advocacy, resources and education regarding diversity and inclusion
https://www.aza.org/Membership/detail.aspx?id=428
Stoel Rives, LLP
The Stoel Rives Diversity and Inclusion Committee is entrusted with developing and implementing strategies and
tools to achieve the firm's diversity and inclusion goals. The committee creates and actively monitors the success
of initiatives to attract, develop, and retain a diverse group of attorneys and staff. It also implements inclusion
programs within the firm and supports diversity-related efforts by other departments and committees, such as our
Recruiting Department and our Coaching and Mentoring Committee. Our Diversity and Inclusion Committee
identifies, budgets for, and allocates the resources necessary to foster inclusion within the firm, and to support
diversity within our communities. In addition, the committee communicates these diversity goals and initiatives,
both internally and externally. Diversity and Inclusion Committee members serve as liaisons between attorneys
and firm leadership on issues relating to diversity, and as the firm's liaison to various organizations that represent
diverse attorneys and students. Stoel Rives' Chair of the Diversity and Inclusion Committee oversees
implementation of our long-term diversity initiatives, and coordinates with other committees and departments. The
Chair also facilitates committee meetings, establishing the committee's goals and guiding efforts to meet those
goals. http://www.stoel.com/diversity.aspx?Show=2802
Establish Diversity Goals
Set measurable goals for diversity and inclusion within your organization.
Template
____________ (organization) will strive to develop a board of directors* that reflects the community it serves in
regards to race and ethnicity. According to the 2000 U.S. Census, the community we serve is comprised of 47
percent whites, 30 percent Latinos, 10 percent African Americans, 5 percent Asian Americans, 5 percent Native
Americans, and 3 percent "other." Therefore, __________ (organization) will strive for similar representation in
the make-up of the Board of Directors. As demographic changes occur, we will make adjustments to our Board
composition accordingly.
*Board of Directors is interchangeable with any part of your organization like volunteer-base and employees.
Diversity Data Collection
How will we know that we are increasing diversity if we do not track our efforts?
Green 2.0, GuideStar, and D5
Green 2.0 is collaborating with GuideStar and D5 to seek participation from environmental organizations in a
groundbreaking diversity tracking effort. This comes in the wake of wide press about the problematic "green
ceiling"—the mainstream environmental movement's failure to keep up with the changing face of America. Read
about the importance of collecting demographic data and begin using the organizations demographics framework
provided by GuideStar and D5 below.
Organizational Demographics
We live and work in a diverse world. In an era of infused with data, nonprofits and funders
have an opportunity to use data to work more effectively. In order to support nonprofits
and gain valuable insight for the sector, GuideStar worked with D5—a five-year initiative to
advance diversity, equity, and inclusion in philanthropy—in creating this questionnaire.
We would like to emphasize that each of the following questions is voluntary (1). We
encourage you to view this as a tool for sharing whatever data you would like to share,
not a survey where you must answer every question.
This tool was developed with input from
a range of organizations. See below for
more information.
When collecting identity information, please be sure all staff and volunteers have the opportunity to self-identify on the
various demographic categories anonymously. It is a best practice to always provide a “decline to state” option. No
person can legally be required to complete any survey related to identity. (Click here for more guidance on responsible data
collection)
How many Board Members, Staff Members (full and part-time), Senior Staff, and Volunteers does
your organization have?
Board
Members
Staff
Member (full
time)
Staff Members (part
time)
Senior
Staff (full
time)
Volunteer
Total
Gender Identity
How many Board Members, Staff Members (full and part-time), Senior Staff, and Volunteers in your
organization publicly self-identify as the following?
Board
Members
My organization does not
collect this information
Female
Male
Transgender (?3) / nonconforming
Individuals decline to
state
Staff
Member (full
time)
Staff Members (part
time)
Senior
Staff (full
time)
Volunteer
Race and Ethnicity
How many Board Members, Staff Members (full and part-time), Senior Staff, and Volunteers in your
organization publicly self-identify as the following?
Board
Members
Staff
Member (full
time)
Staff Members (part
time)
Senior
Staff (full
time)
Volunteer
My organization does not
collect this information
Asian/Asian American
Black/African American
Hispanic/Latino/Latina
Native
American/American
Indian/Alaska
Native/Native Hawaiian
White
Multi-racial or multiethnic (2+
races/ethnicities)
Individuals decline to
state
Other: please specify
Add another category
Sexual Orientation
How many Board Members, Staff Members (full and part-time), Senior Staff, and Volunteers in your
organization publicly self-identify as the following?
Board
Members
My organization does not
collect this information
Staff
Member (full
time)
Staff Members (part
time)
Senior
Staff (full
time)
Volunteer
Lesbian, gay, bisexual,
and other members of
the queer community
Individuals decline to
state
Disability Status
How many Board Members, Staff Members (full and part-time), Senior Staff, and Volunteers in your
organization publicly self-identify as the following?
Board
Members
Staff
Member (full
time)
Staff Members (part
time)
Senior
Staff (full
time)
Volunteer
My organization does not
collect this information
Persons with a disability
(?4)
Individuals decline to
state
Tell us more about your strategies to address diversity. Check any or all that apply:






We track retention of staff, board, and volunteers across demographic categories
We track income levels of staff, senior staff, and board across demographic categories
We track the age of staff, senior staff, and board
We track the diversity of vendors (e.g., consultants, professional service firms)
We have a diversity committee in place
We have a diversity manager in place
 This position is full-time
 We have a diversity plan
 We use other methods to support diversity (feel free to share in the comments section)
We invite you to share more about your demographic profile. Feel free to include other diversity
efforts, links to your website, and any other relevant information.
Why Collect Organizational Demographics?
This collection tool presents recommended standards for
collecting data about the internal demographics of
organizations. The standards are recommended for nonprofits
and foundations to collect data about themselves, and for
foundations to utilize data about the organizations they fund.
D5 worked with a wide range of partners to develop the data
collection standards with the following principles in mind:
Scope: The recommended standards must strike an appropriate
balance between simplicity and breadth/depth of data collection.
The standards are designed with a domestic focus, and do not
include recommendations for international grants.
Adaptability: The data standards are meant to cover a core set
of demographic metrics that should be
adaptable/expandable/customizable to meet the more specific
data needs of specific regions or organizations. Individual
organizations may choose to expand on the fields and data
collection, and the fields included in the recommended standards
reflect the baseline data that should be collected and shared
across organizations.
Why collect demographic data?
Under almost all circumstances, the constituents of nonprofits
and foundations are diverse across a broad spectrum of
parameters. Organizations need to understand how populations
are changing, and change with them. This data can be used to
spark conversation, reflection, and action about how best to
ensure that organizations reflect, and are responsive to,
everyone in our society.
Why collect this information in a
standardized way?
Unless organizations ask questions and share information in the
same way, we will not be able to produce a comprehensive
picture of the nonprofit and foundation sectors, or understand
trends, gaps, overlaps, and opportunities. Once we start using
the same language and approach to data, we will be able to
strengthen our individual and collective strategies and better
serve all populations in the future.
Our Learning Process
How do I collect data using the
recommended standards?
While these standards have been developed with the broad
participation of numerous partners, including the Foundation
Center, the Race and Equity in Philanthropy Group, several
regional associations of grantmakers, and a range of foundations
and nonprofits, we expect this tool to evolve over time. Like all
data collection efforts, it is by nature iterative.
D5 is presenting recommendations about the content of
information to collect (i.e., gender, sexual orientation, disability),
fields within those categories (e.g., male, female, transgender for
gender), and about whom to collect it (i.e., board, senior staff,
staff). This information may be collected in a variety of ways.
D5 will continue to facilitate conversations about these issues
and others as they are surfaced, and welcomes input and
feedback. In recognition of the ever-changing nature of data and
our understanding of how communities change, D5 recommends
that demographic data standards be considered a continual work
in progress and an opportunity to engage in constructive and
inclusive conversations across communities and organizations.
Data collection techniques may include voluntary surveys,
annual assessments, or self-identification forms. It is up to the
individual organization to determine the best mechanism and
timing for collecting the data while complying with individuals’
rights to privacy. D5 and GuideStar encourage administrators to
ensure that responses are anonymous and, where possible, are
tabulated and kept by employees without disciplinary
responsibilities. As an additional layer of protection for
respondents’ privacy, GuideStar is only collecting information on
how respondents publicly self-identify to all audiences, so
responses should never reveal information that the respondent is
unwilling to share.
Click here for more information on D5’s research.
Human Rights Campaign offers a helpful primer on LGBT data
collection practices, which can be found here.
Is collecting and sharing this data
voluntary?
For many people, issues of identity are crucial and they
wish to actively share, celebrate and bring the
identities to their work. We also know that others will
choose not to disclose elements of their identity. For this
reason, we emphasize the voluntary nature of all these
fields. It is voluntary for employees to choose how they
identify and what to share; and also, voluntary in terms
of how much data an organization chooses to share.
Given this complexity, we understand that initial statistics
may undercount these identities. We also assume that
some organizations will choose to, for example, collect
and share data on race and sex but not on sexual
orientation and disability status. That is OK. Over time
we hope that we are able to assemble data across all of
these axes of identity. But to start out, we welcome
whatever data organizations feel comfortable
sharing. The more organizations that choose to share this data,
the more effective our work will be. No part of this questionnaire
is currently required to achieve any GuideStar Exchange
Participation Level (i.e. Bronze; Silver, Gold, or Platinum
[Type here]
Choose Clean Water Coalition
Sample Demographic Survey
This survey is completely voluntary and anonymous.
1. What is your gender?
____Female
____Male
____Transgender/nonconforming
___Decline to state
2. What is your age?
___18-24
___25-34
___35-44
___45-54
___55-64
___65-74 ____75+ ___Decline to state
3. What is your race?
___Asian/Asian American
___Black/African American
___Native American/American Indian/Alaska Native/Native Hawaiian
___Multi-racial or multi-ethnic (2+ races/ethnicities)
___Other (please specify) ________________________________
4. Do you identify as LGBTQ? ___Yes
5. Do you have a disability? ___ Yes
6. Where do you live?
___No
___No
____Hispanic/Latino/Latina
___White
___ Decline to state
___Decline to state
___Decline to state
___DC ___DE ___MD ___NY ___PA ___VA ___WV ___Other (please specify):
Thank you!
Pledge on Guidestar’s website to track diversity:
https://www.guidestar.org/rxa/news/news-releases/2014/2014-10-16-nonprofit-diversitydata.aspx
Pledge to the Choose Clean Water Coalition to track diversity:
I Pledge To Start Collecting My Organization’s Diversity Data
With A Plan To Submit It To Guidestar.
Organization: _______________________________
Name: _________________________________
Title: _________________________________
Signature: __________________________________
Date: ______________________________________
Hiring
In order to increase diversity, we need to hire qualified and diverse candidates.
The more diverse we become, the more diversity we will attract.
I.
Job Posting
 Diversity Language in Job Description
 Diversity and Inclusion Statement
 Where to Post a Job
II.
Active Recruitment
III.
Build a Ladder: Develop Diverse Youth Leaders
 School/Youth Engagement
 Internships and Volunteer Opportunities
Job Postings
1. Diversity Language in Job Description  State that you are looking for
diversity.
American Rivers
American Rivers’ internship program provides an exciting opportunity for college students to
gain professional experience in the environmental non-profit field. Our intent is to inspire,
educate, and provide hands-on experience to young professionals in the environmental field,
and to help develop the next generation of conservation leaders. We are committed to enriching
the conservation community by promoting diversity of all types in our internship program.
http://www.americanrivers.org/about/internships/#sthash.Afxeygd2.dpuf
2. Add a Diversity and Inclusion Statement
Clean Water Action
Clean Water Action is an Equal Opportunity Employer and welcomes diversity in the workplace.
http://www.cleanwateraction.org/job/political-director-washington-dc
3. Where to Post a Job
Actively spread the job posting to diverse groups and people with diverse connections. For
example, post to diverse media sources. To assist with this, the Coalition staff is collecting and
uploading this list of diverse job databases. This list is far from complete. Please e-mail
[email protected] for questions, comments or suggestions.
Maryland and District of Columbia

Professional associations
o Greater Baltimore http://www.gbul.org/careers.html

Colleges and universities
o Historically Black Colleges
 Coppin State University http://www.coppin.edu/careerservices/employers
 Bowie State http://www.bowiestate.edu/campus-life/the-careerdevelopment-center/employers/
 Morgan State
http://www.morgan.edu/administration/student_affairs/center_for_career_
development/for_employers.html
o Community Colleges
 Prince George’s Community College
https://www.pgcc.edu/Services_and_Support/Support_Services/Career_S
ervices/Career_Services.aspx
 Howard Community College
http://www.howardcc.edu/students/counseling_career_services_and_job_
assistance/information_for_employers/infoforemployers.html

Job fairs
o Prince George’s Community College Career Fair
 https://www.pgcc.edu/Services_and_Support/Support_Services/Career_S
ervices_Refresh/Events/Career_Fair.aspx
o Baltimore Diversity Job Fair – Sept. 17, 2015
 http://www.diversityjobfairs.com/Jobfairs/Baltimore-Job-Fair-on-ThursdayApril-11-2013-from-10am-to-2pm.asp

Newspaper/magazines/journals
o Capital Gazette Careers http://www.newspaper-marketplace.com/annapolismd/classified
 Serves Prince George’s County, Montgomery County, etc.
o Baltimore Afro http://afro.pro.adicio.com/
o Washington Hispanic (send email to post in classifieds
[email protected]
o Baltimore City Paper http://ads.citypaper.com/
o Asian Fortune Newspaper (DC) http://www.asianfortunenews.com/

Web sites
o Maryland Diversity Services http://www.marylanddiversity.com/a/4713
 http://www.baltimorediversity.com/
 http://www.washingtondcdiversity.com/a/4713
Virginia

Professional Associations
o AARP (Norfolk) Senior Community Service Center http://www.aarp.org/work/jobhunting/
o Virginia Asian Chamber of Commerce (Ashland) http://www.aabac.org/
o Black Women United for Action (Springfield) www.bwufa.org

Colleges and Universities
o Hampton University Career Services (Hampton)
http://www.hamptonu.edu/studentservices/careercenter/
o Norfolk State University Career Services (Norfolk) https://www.nsu.edu/studentaffairs/career-services/employers
o Virginia State University Career Services (Petersburg)
http://www.vsu.edu/career-services/employers/index.php
o Virginia Union University (Richmond)
https://www.vuu.edu/student_life/student_services/career_services/office_of_car
eer_services_ocs/employer_information.aspx

Job fairs
o The Potomac School – Diversity Hiring Fair http://www.potomacschool.org/aboutus/employment/Diversity-Hiring-Fair/index.aspx
o Hampton University Career Fair https://secure.hamptonu.edu/registration/cf/

Newspaper/magazines/journals
o Richmond Free Press http://richmondfreepress.com/
o The Metro Herald (Northern VA) http://www.metroherald.com/About%20Us.html
o El Tiempo Latino http://eltiempolatino.com/
o Washington Hispanic http://www.washingtonhispanic.com/
o Tidewater Hispanic News (Virginia Beach) http://www.twhispanicnews.com/
o Asian Fortune Newspaper (DC with VA reach) http://www.asianfortunenews.com/

Websites
o Hiring Veterans in VA http://www.diversity.va.gov/products/files/RSG.pdf
Pennsylvania

Professional Associations
o African American Chamber of Commerce http://www.aaccwp.com/
o Urban League of Greater Pittsburg http://ulpgh.org/
o Urban League of Young Professionals Greater Pittsburg http://www.ulyppgh.org/

Colleges and Universities
o Cheyney university of Pennsylvania http://www.cheyney.edu/career-services/
o Lincoln University http://www.lincoln.edu/careerservices/
o University of Pennsylvania Black Student League
http://www.dolphin.upenn.edu/bsl/Black_Student_League/Home.html

Job fairs
o Penn State Career Fairs http://careerfairs.psu.edu/
o Cheyney University Career Fair http://www.cheyney.edu/career-services/CareerFair.cfm
o Lincoln University Career Fair
http://www.lincoln.edu/marketing/pr/news031108.html
o Philadelphia Diversity Job Fair http://www.padjf.org/

Newspaper/magazines/journals
o The Philadelphia Tribune http://www.phillytrib.com/
o El Solo Newspaper (Philadelphia) http://elsoln1.com/

Radio stations and programs
o WLCH 91.3 FM Serving Central PA's Latino Community http://wlchradio.org/
o Philadelphia WKDU 91.7 FM - Drexel University http://wkdu.org/
o Pittsburgh WPTS 92.1 FM - University of Pittsburgh http://wptsradio.org/

Web sites
o Philadelphia Diversity http://www.philadelphiadiversity.com/a/4713

Other Resources
o Pennsylvania Diversity Network – Serving the LGBT Community of the Greater
Lehigh Valley - http://www.padiversity.org/
o Pennsylvania Resource for Hiring Candidates With Disabilities
http://www.thinkbeyondthelabel.com/StatesPages/statespage.aspx?stateid=38
West Virginia

Professional Associations
o West Virginia State University Black Alumni http://wvublackalumni.weebly.com/

Colleges and Universities
o West Virginia State University Career Services
http://www.wvstateu.edu/administration/office-career-services-and-cooperativeeducation.aspx
o Virginia Western http://www.virginiawestern.edu/career_center/index.php

Job fairs
o West Virginia University Job Fair
http://diversity.wvu.edu/ddei/blog/2015/04/06/work-opportunities-job-fair
o
Newspaper/magazines/journals


Radio stations and programs
o Charleston WRVZ 98.7 FM Hip Hop , R&B

Web sites
o West Virginia Diversity http://www.westvirginiadiversity.com/
Regional/National
Websites
Linked In, Indeed, Simply Hired, Monster, Glassdoor, Idealist, Internships, USAJobs
Organizations
Black Jobs (http://blackjobs.com/cgi-bin/jobs/postJob.cgi)
Diversity (https://www.diversity.com/post-job-option)
Diversity Employers (http://www.diversityemployers.com/)
Diversity Inc (http://jobs.diversityinc.com/index.php)
Feminist Jobs (http://jobs.feminist.org/)
Getting Hired (http://www.gettinghired.com/Employers.aspx)
Green Latinos (www.greenlatinos.org) Email posting to [email protected]
Hire Disability Solutions (http://hireds.com/)
Hispanic Association of Colleges and Universities
Hispanic National Bar Association (http://www.hnba.com/main/view/career)
Latino Professionals
(http://www.latpro.com/cms/recruiter?PHPSESSID=47329aa0c6869d5fddf551e037d49f0f&1431
463118)
National Society of Black Engineers
(http://careers.nsbe.org/employer/login/?goto=%2Fr%2Fjobs%2Fpost%2Fpost%2Ecfm%3Fsite
_id%3D16477)
National Urban League (http://www.nuljobsnetwork.com/recruiters)
Orthodox Jewish Union (http://www.oujobs.org/)
Out and Equal (http://outandequal.lgbtcareerlink.org/jobseekers/)
Out for Work (http://outforwork.org/jobs/default.asp)
United Latino Job Bank (http://hirelatinos.org/)
Job Fairs
Enter your location and find diversity job fairs in your area http://www.diversityjobfairs.com/
Active recruitment
Actively recruit diverse, qualified individuals for your job openings
Tip: Ask around for the names of the best people your colleagues and partners have worked
with. Think about the people you have worked with in the past. Reach out to them!
Building a ladder:
Develop Diverse Youth Leaders
School/Youth Engagement


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Education and mentoring program
Student projects to improve their community
Target schools with diverse limitations
Work around schools schedules and driving limitations
San Diego Coastkeeper’s LEAP Program
Coastkeeper LEAP will pull together a small group of high school students to participate in a
five-month education and mentorship program. Selected students will attend monthly field trips
and workshops highlighting environmental concerns, initiatives and careers in San Diego.
Paired with one or more members of Coastkeeper’s Community Advisory Council, students will
develop a project focused on the environmental issue of their choice and present it at the
conclusion of the program during a celebratory event.
-See more here: http://www.sdcoastkeeper.org/act/media-center/press-releases/398coastkeepers-community-advisory-council-launches-leap.html
Paid Internships/Volunteer Opportunities


Create internships or elevated career opportunities for diverse candidates
Recruit and mentor diverse interns and volunteers
Smithsonian Environmental Research Center
The Smithsonian Environmental Research Center's (SERC) Internship Program offers
undergraduate and beginning graduate students a unique opportunity to gain hands-on
experience in the fields of environmental research and education. This program enables
students to work on specific projects under the direction of SERC's professional staff and is
tailored to provide the maximum educational benefit to each participant. Selected candidates
will receive a stipend of $500.00 per week.
http://www.serc.si.edu/pro_training/internships/internships.aspx
Communications/Programs
All communications and programs should reflect and promote diversity.
I.
Communications Must Reflect Diversity
 Post Diversity and Inclusion Policies
 Make it Obvious Your Organizations IS Diverse
 Use Photos of Diverse Volunteers and Staff
 Multi-Lingual Materials
 Values-Based Communication
II.
Programs Must Reflect Diversity
 Listen to Communities to Understand Needs
 Design Programs that Meet Specific Community Need
Communications
1. Post your diversity and inclusion policies. [See Governance]
2. Do you discuss diversity as a part of your organization? Make it obvious your
organization is diverse.
Clean Water Action
Clean Water Action is a one million member organization of diverse people and groups joined
together to protect our environment, health, economic well-being and community quality of life.
Our goals include clean, safe and affordable water; prevention of health threatening pollution;
creation of environmentally safe jobs and businesses; and empowerment of people to make
democracy work. Clean Water Action organizes strong grassroots groups and coalitions and
campaigns to elect environmental candidates and solve environmental and community
problems.
http://www.cleanwateraction.org/about
3. Do your photos represent diversity? Use photos of diverse volunteers and
staff.
Casey Trees
A great example of an organization that uses photos that reflect the true diversity of volunteers.
http://caseytrees.org/
4. Multi-lingual  Do you offer any information on your website or programs in other
languages? Are there people in your office that are bilingual or multilingual?
5. Values-Based Communication  The focus here is communicating with values. What
is important to the community that you are trying to communicate with?
Tip: Visit Environmental Justice seminars, workshops, and conferences
Example: National Environmental Justice Conference & Training Program
http://thenejc.org/
Programs
1. Listen to Communities and Understand Their Needs  It is our responsibility to
reach out to communities that are impacted and underrepresented. We need to solicit
membership, partnerships, employees, and volunteers in these locations. We do this by
understanding their needs and looking for common ground (i.e. communities of faith).
Tip: Build leaders in those communities
Example: Leadership development training
Environmental Health Coalition – SALTA Program
(Salud Ambiental Lideres Tomando Accion) (Environmental Health, Leaders Taking Action)
A web-based, interactive leadership development curriculum that provides community leaders
with skill-building training in community organizing, policy advocacy, building power, community
health, environmental justice and effective communication.
http://www.environmentalhealth.org/index.php/en/what-we-do/leadership-development/salta
Tip: Bring on Diversity/Environmental Justice Ambassadors [Leaders who are committed to
promoting diversity and environmental justice]
EPA’s Environmental Justice EcoAmbassadors
The Environmental Justice (EJ) ecoAmbassador Program, in partnership with the U.S.
Environmental Protection Agency's (EPA) Student Diversity Internship Program (SDIP) is
providing student internship opportunities focusing on environmental justice. This new
partnership supports former Administrator Lisa P. Jackson's priorities to "expand the
conversation on environmentalism and work for environmental justice."
http://www.epa.gov/ecoambassadors/environmentaljustice/
2. Design programs that meet the needs and preferences of the communities
Tip: Partner on community specific issues
The National Fish and Wildlife Foundation
The National Fish and Wildlife Foundation has also been successful in partnering with groups
that promote diversity initiatives. For example, National Fish and Wildlife Foundation partners
with:

The National Wildlife Federation for the Deep Green Community program, which
benefits wildlife and water in Baltimore.

The Anacostia Watershed Society for the Anacostia Wetlands Awareness and
Restoration Effort restoring tidal wetland habitat in the Anacostia Watershed in the
District of Columbia.

Blue Water Baltimore on the Blue Water Congregations program in Maryland, which
works with religious leaders to reduce impacts from stormwater.

Anacostia Riverkeeper on the Community Rain Barrels to install high-volume cisterns in
the District of Columbia to harvest stormwater for community use.

The City of Lexington, Virginia on the Green Infrastructure Showcase which integrates
green infrastructure into new and highly-visible, mixed-income neighborhoods of
affordable EarthCraft certified homes.